California employment case index

The Department of Consumer Affairs refused to discuss settlement, refused to stipulate to an amendment, demurred, moved for summary adjudication, rejected a $600,000 section 998 offer and lost a six-week trial – and then appealed the $4,889,786.03 fee award that followed. Division Eight affirmed all of it: top-of-market Los Angeles rates supported by the trial judge's own observation of counsel, a 1.75 multiplier through verdict and 1.25 on the fee litigation, and two holdings with reach – that a fee payable from public funds does not bar an enhancement, and that Ketchum's rule does not apply to FEHA fees, which section 12965 makes discretionary and therefore contingent until the final fee order.

An employer must prove a reasonable, good-faith attempt to comply before escaping liquidated damages under Labor Code section 1194.2.

Inglewood’s elected city treasurer accused the mayor of misappropriating public funds, then saw her monthly salary cut from $8,000 to $1,404 and her duties stripped away. Her whistleblower retaliation suit under Labor Code section 1102.5 failed at the threshold: a unanimous Supreme Court held that elected officials are not “employees” within section 1106’s definition. Finding the statutory text inconclusive, the court rested on legislative history and context — section 1106 protects rank-and-file public workers, not officials who answer to the electorate — while noting that other remedies, including the First Amendment, may remain available.

A jury found that the Department of State Hospitals discriminated against Ashley Howell because of a mental disability, and awarded her lost earnings, lost health insurance, and nothing for pain and suffering. By the end of the appeal the insurance award was gone, the zero pain-and-suffering verdict stood, and a $1.75 million attorney fee request had been reduced to $135,102. The insurance award fell because Howell proved an obligation rather than a loss: she introduced a premium invoice she never paid, and she bought no replacement coverage, so there was nothing to compensate. The fee award survived because the trial court could not audit block-billed hours and because the request had grown more than tenfold from counsel's own pretrial estimate. Howell's only appellate win was a remand to rule on the prejudgment interest nobody had opposed. This is an adverse decision, and its value to the plaintiff's bar is as a checklist of what the damages and fee record has to contain.

A solar-project electrician queued unpaid at a security gate while guards inspected vehicles, drove miles of access road under strict site rules, and ate lunch confined to a designated area under a CBA calling meal periods “unpaid.” Answering the Ninth Circuit, a unanimous Supreme Court held the exit procedure is compensable “hours worked”; the gate-to-lot drive is compensable only as “employer-mandated travel,” and only if the gate is the first location required for a reason beyond site access; and no collective bargaining agreement can waive the minimum wage for a meal period during which the employer’s confinement forecloses otherwise feasible personal activities.

Troester v. Starbucks Corp. (2018) 5 Cal.5th 829 holds that California has not adopted the federal de minimis doctrine: an employer that requires small but regularly recurring off-the-clock work — here, several minutes of closing tasks each shift — must pay for that time and cannot invoke de minimis to avoid it.

Government Code section 12965(b) governs both fee and cost awards in FEHA actions and makes them discretionary under the asymmetric Christiansburg standard: a prevailing plaintiff ordinarily recovers fees and costs, but a prevailing defendant may recover them only if the action was objectively frivolous, unreasonable,…

Neither Labor Code section 1194 nor section 218.5 authorizes an award of attorney fees to a party that prevails on a section 226.7 claim; such claims are not actions for the nonpayment of minimum wages or overtime (§1194) and are not the kind of nonpayment-of-wages action that triggers §218.5 fee-shifting, so each…

Three Oracle instructors living in Colorado and Arizona worked a limited number of days in California for their California-headquartered employer. Answering certified questions from the Ninth Circuit, the California Supreme Court held that the Labor Code's overtime provisions apply to work performed in this state regardless of residence, and that those violations support a UCL claim – but that the UCL does not reach FLSA violations occurring in other states on these stipulated facts. The court confined its holding to overtime and to entire days and weeks worked in California.

California does not permit wage averaging: the minimum-wage standard applies to each hour worked, and an employer must pay at least the minimum wage for every compensable hour; it cannot use higher pay for some hours to offset unpaid or sub-minimum hours.

Attorney fees awarded under section 12965 belong to the attorneys whose services earned them, except to the extent the attorneys and client have entered an enforceable agreement providing otherwise; the portion of a statutory fee award exceeding fees the client already paid does not belong to the client by default.